Georgia cleaner employment contract template

Georgia Cleaner Employment Contract

This Full-Time Cleaner Employment Contract (the "Agreement") is made and entered into as of [Date], by and between:

• [Employer Name], a company located at [Employer Address], with phone number [Employer Phone] and email [Employer Email], (the "Employer"), and
• [Employee Name], residing at [Employee Address], with phone number [Employee Phone] and email [Employee Email], (the "Employee").

1. Job Title and Description:

• The Employee is hired as a Full-Time Cleaner.
• The Employee's duties include, but are not limited to:
  • Sweeping, mopping, and vacuuming floors.
  • Dusting surfaces.
  • Sanitizing restrooms.
  • Cleaning windows.
  • Waste removal in compliance with local waste management regulations.
  • Floor care, including buffing and waxing as needed.
  • Operating cleaning equipment (e.g., [List Specific Machines]).
  • Replenishing hygiene and cleaning supplies.
  • Inspecting and reporting facility issues.
  • Handling biohazard or hazardous materials (if applicable) using proper procedures and PPE.
  • Providing customer service consistent with Georgia hospitality standards.

2. Work Location(s):

• The Employee will primarily work at [Specific Premises Address].
  • Option A: The Employee may also be required to work at other client sites located in [City, Georgia].
  • Option B: The Employee will not be required to work at other locations.
• Transportation/Mileage Reimbursement:
  • Option A: The Employee will be reimbursed for mileage incurred traveling between work locations at the current IRS rate.
  • Option B: The Employee is responsible for their own transportation between work locations.
  • Option C: The employer provides transportation to various work locations.

3. Employment Type, Work Hours, and Overtime:

• This is a non-exempt, full-time employment position.
• The Employee's regular work hours are [Number] hours per week.
• Shift Schedule:
  • Option A: The Employee's shift schedule is [Days of the Week], from [Start Time] to [End Time].
  • Option B: The Employee's shift schedule will vary and will be communicated in advance by the Employer.
• The Employee may be required to work occasional early morning, evening, or weekend shifts.
• On-Call Requirements:
  • Option A: The Employee is not required to be on-call.
  • Option B: The Employee is required to be on-call [Describe On-Call Schedule].
• Meal and Rest Breaks:
  • Option A: The Employee will receive a [Duration] minute unpaid meal break and [Number] paid [Duration] minute rest breaks per [Shift Duration].
  • Option B: The Employee is entitled to reasonable rest periods.
• Overtime Pay: The Employee will be paid one and one-half (1.5) times their regular hourly rate for all hours worked over 40 in a workweek, as required by federal law.

4. Compensation and Payment:

• The Employee's starting wage is [Hourly Rate] per hour.
• Wage Raises:
  • Option A: The Employee's wage will be reviewed annually and may be subject to a raise based on performance and local benchmarks.
  • Option B: There will be no automatic wage raises.
• Pay Cycle: The Employee will be paid [Weekly/Biweekly].
• Method of Wage Payment:
  • Option A: The Employee will be paid via direct deposit.
  • Option B: The Employee will be paid via check.
• The Employer will comply with Georgia's state minimum wage laws, unless the federal minimum wage is higher, in which case the Employer will comply with federal law.

5. Benefits:

• Health and Dental Insurance:
  • Option A: The Employee is eligible to participate in the Employer's health and dental insurance plans after [Waiting Period].
  • Option B: The Employer does not offer health or dental insurance.
• Paid Holidays:
  • Option A: The Employee is entitled to paid time off for the following holidays: [List of Georgia State/Federal Holidays].
  • Option B: The Employee is not entitled to paid holidays.
• Vacation and Sick Leave:
  • Option A: The Employee will accrue [Number] days of paid vacation leave and [Number] days of paid sick leave per year, according to the Employer's policy.
  • Option B: The Employer does not offer paid vacation or sick leave.
• Bereavement/Jury Duty Leave:
  • Option A: The Employee may be eligible for unpaid leave for bereavement or jury duty.
  • Option B: The Employee may be eligible for paid leave for bereavement or jury duty.
• Eligibility and Vesting Rules: [Describe Eligibility/Vesting Rules for Benefits].
• FMLA: The Employer complies with the federal Family and Medical Leave Act (FMLA) where applicable.

6. Workers' Compensation:

• The Employer maintains workers' compensation insurance coverage as required by Georgia law.
• The Employee is entitled to benefits for lost wages and job-related injuries or illnesses.
• Workplace Accident Reporting Procedures: The Employee must immediately report any workplace accident or injury to [Contact Person] at [Contact Information].
• Contact Information for Reporting Safety Issues/Injuries: [Contact Person and Information].

7. Occupational Health and Safety:

• The Employer complies with Georgia and federal OSHA rules.
• Required PPE: The Employee is required to use the following personal protective equipment: [List of PPE].
• Chemical Use Instructions: The Employee must follow all instructions for the safe use of cleaning chemicals, as detailed in the Safety Data Sheets (SDS) available at [Location of SDS].
• Recordkeeping of Training: The Employer maintains records of all safety training, including bloodborne pathogens training (if applicable).
• Mandatory Attendance at Safety Training Sessions: The Employee is required to attend all mandatory safety training sessions.

8. Use of Company Property:

• The Employee is responsible for the proper care and maintenance of all company-supplied uniforms, cleaning supplies, and equipment.
• The Employee is prohibited from using or removing company property from work sites without authorization.
• The Employee must return all company property upon termination of employment.

9. Privacy and Confidentiality:

• The Employee must respect the physical property and client privacy at all times.
• The Employee must keep confidential any personal information encountered on premises.
• The Employee is prohibited from discussing employer or client property with unauthorized individuals.
• If applicable, the Employee must comply with HIPAA or FERPA regulations when accessing sensitive client areas (e.g., medical or educational institutions).

10. Conduct Standards:

• The Employee is prohibited from engaging in theft, damage, violence, intoxication, or use of illegal drugs/alcohol during work hours.
• The Employee must maintain professional behavior, punctuality, personal hygiene, and uniform standards.
• The Employee must interact with clients in a respectful and courteous manner, consistent with Georgia's hospitality standards.

11. Anti-Discrimination and Anti-Harassment:

• The Employer prohibits discrimination and harassment based on race, color, religion, sex, disability, age, national origin, or any other protected class under federal or Georgia law, including the Georgia Fair Employment Practices Act.

12. Reporting Hierarchy and Performance Evaluation:

• The Employee's direct supervisor is [Supervisor Name].
• The Employee's performance will be measured based on [Inspection Checklists/Client Feedback/etc.].

13. Shift Swapping, Absence Notification, Tardiness, and Documentation:

• Shift Swapping: [Describe Policy on Shift Swapping].
• Absence Notification: The Employee must notify the Employer of any absence as soon as possible, but no later than [Timeframe].
• Tardiness: [Describe Policy on Tardiness].
• Timekeeping Method: The Employee's time will be tracked using [Sign-In Sheet/Electronic Clock/etc.].
• Disciplinary Process for Falsification: Falsification of timekeeping records will result in disciplinary action, up to and including termination.

14. Leave of Absence:

• The Employee may be eligible for unpaid leave for jury duty, FMLA, or military service, in accordance with applicable laws.
• The Employee may request other unpaid leaves of absence by submitting a written request to [Contact Person].

15. At-Will Employment:

• The Employee's employment is at-will, as permitted by Georgia law. This means that either the Employee or the Employer may terminate the employment relationship at any time, with or without cause or notice.
• Termination Procedures:
  • Option A: The Employer is not required to provide notice of termination.
  • Option B: The Employer will provide [Number] days' notice of termination, except in cases of immediate dismissal.
• Grounds for Immediate Dismissal: The Employee may be immediately dismissed for theft, repeated absenteeism, or unsafe conduct.
• Final Paycheck: The Employee's final paycheck will be paid on or before the next regular payday, as required by Georgia law.
• Exit Obligations: Upon termination, the Employee must return all keys, uniforms, and equipment.
• Post-Employment Restrictions:
  • Option A: The Employee agrees not to solicit the Employer's clients or employees for a period of [Number] months following termination.
  • Option B: No post-employment restrictions apply.

16. Internal Complaint and Dispute Resolution:

• The Employee may raise any complaints or disputes with [Supervisor Name].
• If the issue is not resolved, the Employee may escalate the matter to [Next Level Supervisor/HR Department].
• The Employer may offer mediation or arbitration as a means of resolving disputes.

17. Governing Law and Jurisdiction:

• This Agreement shall be governed by and construed in accordance with the laws of the State of Georgia.
• Any legal action arising out of or relating to this Agreement shall be brought in the courts of [County], Georgia.

18. Background Checks and Drug Screening:

• The Employee may be subject to background checks and/or drug screening, in accordance with Georgia employer practices and applicable anti-discrimination laws.

19. Accommodation of Religious Practices, Disability, or Pregnancy:

• The Employer will make reasonable accommodations for the Employee's religious practices, disability, or pregnancy, in accordance with state and federal law.

20. Reporting Workplace Hazards or Safety Violations:

• The Employee must immediately report any workplace hazards or safety violations to [Contact Person].
• The Employer complies with Georgia's whistleblower protections for reporting unsafe conditions.

21. Employer-Sponsored Insurance (If Applicable):

• Eligibility: [Describe Eligibility Requirements].
• Enrollment Timelines: [Describe Enrollment Timelines].
• Claim Process: [Describe Claim Process].

22. No Implied Promise of Continued Employment:

• Nothing in this Agreement shall be construed as a promise of continued employment.

23. Adjustments to Provisions:

• All provisions of this Agreement, including compensation, benefits, hours, duties, and policies, are subject to adjustment to address specific job site requirements, contract cleaning contracts, or changing legal conditions in Georgia.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date first written above.

____________________________
[Employer Name]

____________________________
[Employee Name]